Monthly Archives: June 2017

We’ve covered a wide range of topics related to Full Cycle Recruitment processes which have been well received by the WhatsApp group members and followers alike. The out pour of responses we’ve received clearly indicates the popularity of these WhatsApp groups.

Thanks to the participation of members we @SourcingAdda are really glad that we are able to be of assistance to our fellow Talent Acquisitionist’s. Having said that, the discussion that took place was on, “Skills Recruiters need to attain to meet Employer Expectations, on 2 parameters namely,

What will be the expectations from the employer from a recruiter in 2017?

What up skilling a Recruiter should do?” Based upon the suggestion of our Bangalore group member Senthil ; we’ll be disclosing the conversation we had shortly and right after we’ll be highlighting the key take a way pointers. So let’s begin…

This very insightful discussion ends here and as usual we’ve received a lot of inputs that are sure to come handy. Let’s have a closer look to find out what we’ve added to our learning so here goes…

Skills to Develop

Recruiters should look at unconventional cost effective methods like meet-ups

Learn advanced methods of Recruiting via Social Media platforms which may involve costs but are surely worth a try.

Also be involved in the business teams E.g. Be the Host of or attend a niche tech-talk programs with industry peers at a high tea.

Employer Expectations from Recruiters

Act as a HR partner in Hiring with more transparency from both sides

Build a talent pipeline for future hiring

Employers are counting on Recruiters to play a strategic role

Recruiters are expected to be good in stackholder management

Excellent in recruitment plan / number game

Good in sales and account management

Now don’t you agree with us when we conclude with the statement that we’ve received quite a lot of insights that are worth a try?

If you’ve read this far; we’re sure that you’ve found something interesting and even added to your knowledge by just being a passive learner. Well you need to come out of your comfort zone and move ahead. How? By becoming an active learner and to realise the difference in yourself and know what you’ve accomplished and are capable of.

Become an active learner in 2 simple steps,

Follow us @SourcingAdda to get real time updates to our upcoming events and activities

Leave us your views or request’s to join these WhatsApp groups in our comments section

OR

Send us a DM to @SourcingAdda with your contact and location details and our representative will get back to you.

In conclusion we’d just like to end with a quote that summarises the conversation best. As Greg Savage has put it perfectly, “Sourcing is a Science, while Persuasion is an Art” and don’t forget to visit – http://tascon.in to get more information about our upcoming most awaited annual event #TASCON17 and to gain a clear idea about our past events of #TASCON15 & 16.

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We’ve covered a whole range of topics related to the full cycle of Recruitment and dealing with the various processes involved right from the immediate contact stage and on-boarding stage. But have you considered the Role of HR in Company Compliances?

But if not then, you’re in luck we @SourcingAdda will be covering this topic soon. Thanks to our Gujarat group member Vaishali who wanted to discuss on, “What is the role of HR in Compliances when HR’s are not involved in company Compliances?” but before we proceed with the discussion remember to view the key take a way pointers right after to facilitate learning. Therefore let’s begin…

Now there you have it, the conversation that took place and after reviewing the information shared you’ll agree that we’ve got interesting insights. So let’s enhance our learning by viewing the key take away pointers so here goes…

What Are Compliances

It is necessary to go back to the books to find out the aspects that one needs to consider and pay attention to the motivational factors.

Compliances are hygiene i.e. a set of rules and regulations that all parties involved need to know and follow for instance, the maternity leaves are hygiene but you can add more work from home and other privileges to make it a motivational factor.

Who decide the Compliances and their Purpose

Compliances are defined by senior HR bodies / HR directors for smooth functioning of the organization.

Role of HR in Compliances

The role of HR persons is to help in developing a uniform implementation of the same and making everyone aware about the compliances.

Responsibility of Compliances lies with whom?

Compliance is everyone’s responsibility besides it’s not only for the Head of Finance or Head of HR or MR.

Who should view the Compliances?

Talent Acquisitionist

HR

Head of Finance

Head of HR

MR

Therefore it is important for such individuals as mentioned above to refer to –

3.2 and 4.5.2 clauses of 9001:2015

Specific to HR

As an HR you must have an in depth knowledge about –

Factory Act 48,

Minimum Wages 36,

Maternity 61,

Child Labour 87,

Apprentice 61,

Bonus 65,

Gratuity 65,

Contract Labour 70,

PF 52

HR in factory environment

Especially if they are into the factory environment there is no harm if corporate HRs additionally know about –

Company Act 63

Shop & Establishment Act

Cyber Security Policy

Current Scenario

Most companies follow their own rules and regulations

Most HR functions are usually understaffed hence they are overworked

From the HR side companies need to implement the rules but majorly sales head and finance heads decide the rules and compliances that companies need to carry out

Usually the HR is directly involved in such process and they need to realise that this is their cup of tea

Important of Compliances & Non – Compliances

Non-compliance can have an impact on the financial and reputational risks of organizations

Besides the HR function is one of the critical components of an organization

Irrespective of whether there are compliance issues or not, it is important for the HR function leaders (CHRO, VP of HR, etc.) –

To keep other executives up to date on potential HR compliance risks

As far as possible recommend remediation where ever applicable

When to conduct Compliance Audits?

Therefore conducting HR compliance audits at regular intervals should be a part of an organization’s overall strategy to avoid legal liabilities arising.

Beyond Compliance

Going beyond Compliance HR could play a pivotal role in ensuring that the Organization adheres to the best practices of Corporate Governance.

Well the aspects mentioned above have covered all the aspects that the decision makers need to be aware of to prevent financial and reputational risks for organizations. If you’ve read this far then you certainly found something worth your while hence let’s ensure that you keep learning by being an Active learner. How? That’s easy; simply follow these 2 simple steps –

Share this:

Like this:

We’ve covered a whole range of topics related to the full cycle of Recruitment and dealing with the various processes involved right from the immediate contact stage and on-boarding stage. But have you considered the Role of HR in Company Compliances?

But if not then, you’re in luck we @SourcingAdda will be covering this topic soon. Thanks to our Gujarat group member Vaishali who wanted to discuss on, “What is the role of HR in Compliances when HR’s are not involved in company Compliances?” but before we proceed with the discussion remember to view the key take a way pointers right after to facilitate learning. Therefore let’s begin…

Now there you have it, the conversation that took place and after reviewing the information shared you’ll agree that we’ve got interesting insights. So let’s enhance our learning by viewing the key take away pointers so here goes…

What Are Compliances

It is necessary to go back to the books to find out the aspects that one needs to consider and pay attention to the motivational factors.

Compliances are hygiene i.e. a set of rules and regulations that all parties involved need to know and follow for instance, the maternity leaves are hygiene but you can add more work from home and other privileges to make it a motivational factor.

Who decide the Compliances and their Purpose

Compliances are defined by senior HR bodies / HR directors for smooth functioning of the organization.

Role of HR in Compliances

The role of HR persons is to help in developing a uniform implementation of the same and making everyone aware about the compliances.

Responsibility of Compliances lies with whom?

Compliance is everyone’s responsibility besides it’s not only for the Head of Finance or Head of HR or MR.

Who should view the Compliances?

Talent Acquisitionist

HR

Head of Finance

Head of HR

MR

Therefore it is important for such individuals as mentioned above to refer to –

3.2 and 4.5.2 clauses of 9001:2015

Specific to HR

As an HR you must have an in depth knowledge about –

Factory Act 48,

Minimum Wages 36,

Maternity 61,

Child Labour 87,

Apprentice 61,

Bonus 65,

Gratuity 65,

Contract Labour 70,

PF 52

HR in factory environment

Especially if they are into the factory environment there is no harm if corporate HRs additionally know about –

Company Act 63

Shop & Establishment Act

Cyber Security Policy

Current Scenario

Most companies follow their own rules and regulations

Most HR functions are usually understaffed hence they are overworked

From the HR side companies need to implement the rules but majorly sales head and finance heads decide the rules and compliances that companies need to carry out

Usually the HR is directly involved in such process and they need to realise that this is their cup of tea

Important of Compliances & Non – Compliances

Non-compliance can have an impact on the financial and reputational risks of organizations

Besides the HR function is one of the critical components of an organization

Irrespective of whether there are compliance issues or not, it is important for the HR function leaders (CHRO, VP of HR, etc.) –

To keep other executives up to date on potential HR compliance risks

As far as possible recommend remediation where ever applicable

When to conduct Compliance Audits?

Therefore conducting HR compliance audits at regular intervals should be a part of an organization’s overall strategy to avoid legal liabilities arising.

Beyond Compliance

Going beyond Compliance HR could play a pivotal role in ensuring that the Organization adheres to the best practices of Corporate Governance.

Well the aspects mentioned above have covered all the aspects that the decision makers need to be aware of to prevent financial and reputational risks for organizations. If you’ve read this far then you certainly found something worth your while hence let’s ensure that you keep learning by being an Active learner. How? That’s easy; simply follow these 2 simple steps –

Like this:

We’ve spoken so much about catching the needle in the haystack talent and also gone over the aspects of on-boarding Candidates. We’ve discussed the importance of joining goodies and the role it plays in retaining them. But have you ever thought about the company’s hiring policies especially when we’re dealing with relative hires?

If you haven’t yet thought about it then here’s a chance to begin by reviewing the WhatsApp Group chat that we had on, “What are the policies governing the Employment of a HR staff relative in the same company?” upon the suggestion of our Pune group member Shikha. But before we get in to that be sure to view the key take a ways right after.

This brings another conversation to an end with important inputs to add to your learning. Having said that let’s check out the key take away pointers to facilitate learning and review what we’ve learnt so far therefore let’s begin…

How to Prevent Conflicts of Interest (COI) due to Relative hires?

To prevent conflicts companies should avoid having –

Related employees involved in a supervisory or reporting relationship with one another,

An employee as a part of a hiring committee when there is a relative interviewed for the position

Follow minimum ethics like not having a relative present within the interview panel

Don’t have referral bonus for Managers to hire a resource; reporting to them

Usually mid-sized companies prefer not to hire direct relatives of HR personnel due to the exposure to confidential information.

Have some checks and balances in place and make sure a person is hired for the role as per their talent.

Well now you know what aspects you need to bear in mind to avoid COI from arising entirely. As long as these measures are put in place and followed; it will definitely prevent COI and facilitate performance. In order for this to work you need to be absolutely sure that the Talent you’re hiring isn’t related to the decision makers. In the event of a situation where you do have a Talent i.e. related to your HR personnel then be sure to follow the above mentioned ethics to avoid COI altogether.

If you’ve found this information relevant to your particular situation then this has certainly answered your questions. In order to get more of your queries resolved you need to be an Active learner rather than a Passive one. To add to your learning on, “WhatsApp Group Chat – Ways to Scout PhD. Talent Holding Multiple Patents be sure to become a part of these WhatsApp groups

To become a Passive learner and join us in these informative discussion; you only need to follow these 2 simple steps, namely –

First follow us @SourcingAdda to get real time updates to our upcoming events and activities

Especially for alerts to #TASCON17 that’s going to be held on 27th April’17 this time at Bengaluru

Second leave you views or requests to join these WhatsApp groups in the comments section below

OR

DM us on Twitter to @SourcingAdda with your contact details & location and one of our representatives will get back to you